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Retaliation Lawsuit Settles

Retaliation is commonly defined as harming someone as a revenge tactic. The EEOC states on its website that "[a]n employer may not fire, demote, harass or otherwise 'retaliate' against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination."

A plant manager for a rubber products manufacturing company in northern Alabama received a complaint from a subordinate female employee alleging that she was the victim of sexual harassment by a male co-worker. The manager contends that he investigated the female employee's allegation and found her claim to be substantiated. The manager terminated the harasser; however, upper management reinstated the harasser and fired the plant manager.

The EEOC determined that the plant manager responded properly and that the company acted incorrectly when it fired the manager. The EEOC filed a lawsuit against the company alleging that the company retaliated against the plant manager when he acted correctly in opposing workplace sexual harassment. The EEOC alleged that the manufacturing company was in violation of Title VII of the Civil Rights Act of 1964. The lawsuit settled and the company will pay $75,000. Read the EEOC press release.

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* Searcy Business Litigation & Employment Law represents clients in the District of Columbia and Northern Virginia, including Arlington County, Fairfax County, Loudoun County, and Prince William County, the cities of Alexandria, Falls Church, and Fairfax. The firm also serves clients in the Virginia counties of Clarke, Culpeper, Fauquier, Frederick, Madison, Page, Rappahannock, Shenandoah, Spotsylvania, Stafford, and Warren, as well as the cities of Fredericksburg and Winchester, Virginia and more.

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